H Connect International was awarded Bronze in the Diversity, Equity, and Inclusion (DEI) category at the Pinnacle Awards by CIMA and Janashakthi Group (JXG) last week. It was a moment that marked our place among long-standing multinationals as leaders and torchbearers for change.
These awards are among the most respected in Sri Lanka’s business and finance community, celebrating organisations that lead with integrity and courage. The evaluation process included written submissions, live presentations, and a multi-stage assessment independently verified by EY and judged by a panel of 7 industry experts.
To be recognised alongside legacy brands was powerful validation that we’re making a real impact. Not just in what we do, but in how we do it. It was also a moment to pause and reflect on the journey that’s brought us here.
How We Got Here: An Intentional Approach to Inclusion
Our journey began with an outcome-driven, DEI strategy that placed people at the heart of our purpose. Our shared vision was to build a diverse and dynamic team and empower them with the resources, skills, and trust to thrive.
To bring this vision to fruition, we focused on three pillars: Policies, Practices, and Training.
Foundational Policies and Frameworks
Culture starts with structure and is built through clear policies and frameworks that set expectations, remove bias, and create accountability. They translate values into action, ensuring that fairness and well-being are not just intentions, but everyday realities. At H Connect International, these are some of the key frameworks that shape how we work:
- Equal Opportunity Employer / Inclusive Hiring Frameworks
- Anti-Harassment Policy
- Grievance Handling
- Flexible work
- Pay Equity with a Clear Compensation Framework
- Wellness Frameworks
- Menstruation Support Policy
These polices and frameworks lay the foundation for a workplace where every team member feels respected, supported, and empowered to thrive. It translates to everyday practices from how we lead and collaborate, to how we listen, adapt, and grow together.
Practices That Drive Change
We wanted our DEI efforts to be both structured and strategic. We embedded SMART DEI goals into our broader business strategy and committed to reviewing them annually. This intentional approach has already led to outcomes that many global organisations are still striving to achieve, and serves as proof that focus, and accountability can accelerate meaningful progress
- Zero gender pay gap since our inception, due to our role-based compensation framework and KPI-based promotions.
- Management team: 50/50 gender representation
- Middle management: 48% female, 52% male gender representation
- Overall team: 58% female, 42% male gender representation
- Generational diversity: Gen X (1%), Millennials (38%), Gen Z (61%)
- Religious diversity: Buddhists (52%), Hindus (12%), Christians (18%), Muslims (17%)
In addition to gender, religion, ethnicities and generational diversity, we support LGBTQIA+ inclusion through inclusive communication, sensitivity training across the team and Pride Month celebrations.
Adding on to open-door practices, daily huddles, and monthly one-on-ones with managers, we also conduct a bi-annual “Voice of H Connect” survey to provide a platform for our team to give anonymous feedback. We track metrics like job satisfaction, work-life balance, well-being, and overall workplace culture to make sure we have a pulse of how everyone is feeling at work.
Inclusive Training
We believe that learning is empowered when combined with the right resources and mentors.
We have a dedicated learning and development department to provide structured learning pathways for everyone, and an E-Learning passport for each team member with a dedicated 40 hours of training as a part of our KPIs.
This makes sure that everyone, regardless of gender, educational background or current position in the company, has an equal chance at upskilling.
We also have DEI-specific training in place:
- Company-wide DEI awareness sessions through Lunch & Learns
- Leadership-focused DEI training as part of our Winning DNA series
- This way, training is available and accessible to all.
Employee Resource Groups (ERGs)
To ensure the implementation of our policies, principles, and practices remains company-wide as we scale, we established cross-functional Employee Resource Groups (ERGs) with members from all different levels and departments. Our ERGs are designed to celebrate, educate, and include everyone in the process.
- The Care Collective: Advocates for holistic well-being across mental, physical, financial, environmental and relational spaces.
- The AI Task Force: Promotes AI and tech literacy through gamified learning, weekly challenges, and the development of chatbots.
- The Connect Crew: Our internal events committee for planning inclusive cultural, wellness, and engagement events.
- The Green Team: Advocates for an eco-conscious workplace through internal sustainability projects and mindful practices
Looking Ahead
Our efforts do not stop here.
As our team grows and we expand into new regions and industries, we will continuously review, realign and change our DEI goals, policies, and practices to reflect both internal and global changes.
We’ll keep investing in training, promoting dialogue, and building awareness to ensure DEI remains both a top-down mandate and a bottom-up movement.
This win is a reminder that meaningful change doesn’t need decades; it simply needs intent, action, and heart.
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